Constantly improving the quality of supervision team is an important basis for strengthening supervision work and improving project quality. This paper puts forward personal suggestions from the aspects of ideological and moral construction, professional quality training and team spirit training.
From February 8, 2005 to February 8, 2005, he participated in the advanced training course of engineering construction project management (traffic construction supervision direction). Although I only have five days, I have gained a lot: I have made clear the significance of the agent construction system and the related contents of project management, thus realizing the importance of management work and the efforts and directions that need to be made to really complete a job. Through this study, combined with the characteristics of Xianglin project, I have a deeper understanding and understanding of the supervision work of this project and deepened my views on some things. I mainly want to talk about some ideas about the construction of supervision team according to the characteristics and personnel situation of this project.
There are more than 30 supervisors in Xianglin Phase II/KLOC-0. Now they have worked for one year, which can be said to be mixed. With the emphasis on management, corporate culture and team spirit today, it is impossible to establish a cohesive and effective supervision team overnight. Here are some immature suggestions.
First, the construction of professional ethics
The basic idea of the construction of supervision team is the foundation of being a man, which is as small as determining a person's behavior and action, and as big as determining a person's direction. A person's thought determines a person's value orientation. "Good or bad is in an instant", which is absolutely true. "Don't use small evils, don't use small goodness." A person's world outlook, outlook on life and values depend entirely on his ideological foundation. Every little thing can fully reflect a person's ideological and moral quality.
In our current supervision team, people's minds are not very stable, especially some young people who have just joined the job. Some people can't even tell the development law of things, and they can't grasp the development direction of things. Moreover, they lack the concept of right and wrong. For example, some people have no opinions and follow the crowd; Some people don't distinguish right from wrong, covet small profits and are used by others; Some people are timid and dare not express their opinions; Some people are too alert, have it both ways; Some people have completely lost their professional ethics and sentiment as a qualified supervisor, and so on. This phenomenon in this project is indeed inevitable and inevitable, but how to solve these problems has become a grim fact and a long process, because people's thinking is not achieved overnight, and people's thinking is more elusive and difficult to control. If you can't find the starting point of the problem, it is likely to be counterproductive. For young people, rebellious psychology is serious, and it is not easy to hear good words and bitter words; For some old executives, seeing more makes their psychology even more elusive. For some exhortations, they are often superficial and do not correct afterwards. How can we do a good job in people's ideological work and let all supervisors establish good professional ethics? I think we should first grasp the starting point, then control the process and reflect afterwards to form a dynamic management system.
1. Pre-ideological construction requires systematic ideological awareness and professional ethics training for everyone who enters the site, so that they can fully understand the characteristics of the industry, including good aspects and bad aspects, do a good job of prevention in advance, clarify the company's point of view, and carry out publicity and education in various aspects including corporate culture, professional ethics of supervision, and code of conduct for employees, so as to ensure that good personnel enter the site, and those with poor ideological awareness can find out and take measures in advance.
At the same time of ideological education, in addition to the above contents, we should also carry out education including collective concept, sense of responsibility, hard-working spirit, adaptability (harmony with work and interpersonal environment), honesty, self-discipline and professionalism. Let everyone who enters the site be baptized by good professional ethics, and at the same time let the selected people form an understanding and recognition of the company, laying a solid foundation for ideological stability.
2. Strengthen process supervision. "People make mistakes without sages" and "no one is perfect". Even sages sometimes make mistakes, but sages are admired and no one dares to say. For us mortals, we should prevent in advance, supervise in the process, and have good moral cultivation, so as to reduce the chance of making mistakes, that is, although new employees accept it. If there is no strong supervision mechanism, if our own thoughts are not firm enough, we will be infected by the bad atmosphere in the industry, and soon our efforts in ideological education will be wasted. Therefore, we must formulate strong and feasible rules and regulations, and strengthen their implementation, so that employees are afraid to do those illegal things under the constraints of the system.
In the implementation of the system, we should be fair, treat problems equally, never tolerate, have nothing to do with ourselves, be based on objective facts, have no personal feelings, and never give priority to dealing with similar problems, otherwise the seriousness of the system will be shaken and the dignity of leaders will be lost.
3. People live in the environment of time, and their ideology will inevitably produce different views and deviations, and things are constantly developing. Therefore, the system we establish should not be static, but should adapt to the law of the development of things and constantly improve it. In the process of work, we should find loopholes and deficiencies in time, take effective measures, and correct and improve them in time.
4. The thought of leadership is about ideological construction, so it is necessary to talk about the thought of leadership here. Leadership is the core of an organization, the decision maker, the key to determining the development direction of things, and the benchmark in the minds of all employees. Therefore, the influence of his ideological activities is far-reaching and enormous. Therefore, as a leader, we need to keep a positive and normal heart to face the complicated things every day, so as to set an example for all employees.
Second, the professional quality
The supervision industry that is necessary to carry out supervision work is the technology industry. Whether an enterprise or an individual wants to gain a foothold in this industry and make achievements, it must be based on technology and take professional quality as an important part of itself. Professional quality includes many aspects. For this project, I think the following aspects need to be improved:
1. professional technical knowledge-all personnel need to improve the professional technical knowledge mentioned here, including: all professional technical knowledge, mastery of specifications and standards, contracts and other aspects related to the development of supervision work.
If a person wants to survive in a competitive environment, he must have his own skills, which is the foundation of survival. Analyzing the present situation of our industry, I think it is in a mixed and chaotic stage. In the supervision industry, the technical level of personnel is high or low and uneven, but they can all find their own positions, which gives some people the opportunity to muddle along. No matter good or bad, everyone can do supervision work, even some people with low technical level can do it vividly, because such people have their own set of working methods. But I think this phenomenon is only temporary. People who don't take technology as the first element can't go far in this industry. Muddling along is a sign of irresponsibility to oneself and others, a matter of time and the gradual improvement of relevant systems. If you really want to gain a foothold and not be eliminated by the cruel reality, you must have certain basic living conditions.
Through the personal experience of our project in the past year, I deeply feel that the technical level of each of us is incomplete, and the good learning environment has not produced a large number of professional and technical talents. The reason for this is the following：
① As the first-level organization and high-level supervision office of each department and office, the leadership's consciousness determines everything. Whether to take the deepening of professional skills as a long-term work depends entirely on the ideology of the first-level organization, and our current situation is not optimistic in this regard;
(2) Due to the insufficient implementation of the system, middle managers failed to convey and implement the learning requirements of their superiors dutifully;
(3) "Teachers, so preach and teach to dispel doubts", but there are not many people like us. Most of them are not up to the level of being teachers, some are not skilled, some can do but can't speak, some can't speak well but have no real materials, some can't share technology with others, and some are "teachers" who are not easy to learn and can't take the lead;
(4) Through one year's contact with the supervisor, I feel very complicated. First of all, the ideological and moral standards are different from those in our minds, novel, but fragile and far from perfect; Comfortable life, lack of hard-working spirit, lack of courage to face difficulties; Everything is very leisurely, I still don't understand the hardships of life, and my goals are not clear enough; After graduation, they have weak interest in learning, lack active learning consciousness and even lack passive learning ability; Not seeking solutions; Can't handle the relationship between work and life.
There is a lot of discussion about learning. In short, all employees should be interested in active learning to form a strong learning atmosphere of "everyone is a teacher and everyone is a student". What is mentioned most now is that the learning organization is the foundation of the sustainable development of an enterprise, and we still have a lot to think about in this respect, and we need to intensify efforts to standardize the corresponding system and form a top-down comprehensive learning wave.
For supervision work, people are the first element to carry out the work. If possible, strictly control personnel access, strictly assess personnel's professional quality and ability, deal with bad signs found in the process in time, and will not tolerate serious ones. In dealing with personnel, we should be "proper in every sentence", make an objective evaluation without personal opinions, and pay attention to distinguishing and adopting different opinions and opinions of people around us.
2. The conscious accumulation of construction experience is not the supervision experience here. Literally, construction experience seems to have nothing to do with supervision. Actually, I think it has a lot to do with it People who know every link in construction and construction will be the backbone of the supervision team. Why do you say that? We can think that supervision is actually easy to do, but it is not easy to do well. Supervision is actually a kind of supervision and management plus a sense of responsibility, which is completely suitable for humanism. It's as simple as acceptance with specifications, standards and drawings. But why is it difficult to do a good job of supervision? Here we will talk about the construction experience, how to win the respect of the construction unit and how to establish prestige, and take the experience of site supervision as an example. Here is mainly about the construction experience. As the saying goes, "if you know why, you know why." It is used here to ask us not only to look at the surface of the building, but also to know how the work is completed. Why? When dealing with the construction unit for the first time, in most cases, both parties should try their best technically. The construction unit also knows the present situation of the supervision industry, and often asks some construction questions in a consulting manner, and puts forward some details that are difficult to meet or often encountered but easily ignored in construction, and rarely purifies technical problems. If both sides lose in this case, then no matter how principled and responsible you are, you will only win one side. Therefore, our supervisor must strengthen the accumulation of construction experience in order to play the first battle with the construction unit. Some people will say that if you want to accumulate construction experience in supervision work, how can you have the opportunity to do construction? There is no need to build. As a supervisor, you are managing the construction unit and you are also learning. As long as you are diligent in your legs, your brain, your hands and your mouth, plus more observation, you can learn the construction experience of the supervision industry in a short time.
3. There is a lack of all-round and compound talents engaged in construction and supervision. The biggest difference is that the relationship between them is relatively narrow and wide. I feel that the relationship between supervision is wider than that of construction, and the width is wider than the word "miscellaneous". As some books say, to engage in supervision, you need to know technology, management, economy and law, but how many people can be familiar with this knowledge in reality? Rarely, but even so, we can still use a fashionable saying, "An excellent supervisor should be a' saint', that is, he should be a comprehensive and compound talent: technology, contract, interpersonal relationship, organization and management and so on. If you want to be a "saint", you should study hard, ask more questions, listen more and see more, dare to practice, pay attention to every bit of life, and be good at accumulation and summary. Only by facing life and work positively and always maintaining a normal mind and actively discovering your own shortcomings can you make progress and improve.
Like this project, leaders create a good learning environment for employees, and everyone may become a "saint", but people's learning motivation is not enough, and the effect is average. So far, no supervisor has the level of "saint". In this regard, I want to improve three aspects on the existing basis: first, emphasize the guiding role of leaders at all levels, "headless birds don't fly, headless snakes don't walk", and leaders should take the lead no matter what supervision measures are adopted; Second, the ideological education of supervisors should not be relaxed at any time. At the same time of moral education, we should emphasize the importance of learning, form an external environment that always stresses learning, and urge supervisors not to relax their learning, gradually change passive into active, and form a positive learning atmosphere. Third, there should be a supervision mechanism, and someone should supervise this work specially. Otherwise, no matter how good the leader's idea is, it can't be implemented. If these three points can be achieved again, this project will have the foundation to build a "saint". Because the management level and interpersonal relationship are closely related to a person's outlook on life, values, changes in a person's mentality and changes in the external environment. Everyone needs to sum up from practice, and there is no ready-made and unchangeable knowledge for us to learn. We can only learn general knowledge well and then use it flexibly.
Third, suggestions for team building
Whether we adapt to the reform of management system or engage in our own industry at present, we need a group with the same goal and unity, so as to develop better, that is, team consciousness and team spirit that we have repeatedly emphasized now.
What is a team? In a word, I think it is 1+ 1 > 2. It can also be said that many people are United. A good team should have the following basic conditions:
1. structurally complementary. Everyone knows how to unite and cooperate. As the saying goes, "the feet are shorter and the inches are longer." Everyone has his own advantages and disadvantages. As a team, we should give full play to everyone's strengths and avoid or improve shortcomings. Therefore, the architecture should be considered first in team building, and it is best to complement each other from the following aspects:
(1) Age Complementarity According to the old saying, "three generations" is the most ideal and successful organizational structure. As a team, we should also consider the complementary advantages of age. Old people are experienced and can teach classics. Young people are full of energy and vitality. Such a structure is neither rigid nor frivolous. It is an organizational structure that can win steadily and has work motivation.
(2) Complementarity of personality Everyone has his own distinctive characteristics, some of which are distinctive and some are not easy to find. It is necessary to tolerate the personality of everyone in the team, so as to promote and encourage each other and the organization will live. However, it should be emphasized that no one has the right to lose his temper casually, and should know how to put the overall situation first and the collective interests first.
(3) Complementarity of abilities: "Everyone has his own strengths, and as a member of a team, he should spare no effort to show his strengths, so that a team can have combat effectiveness.
Let me say one more thing here. As a leader, you must be good at employing people and make the whole team strong.
(4) Gender complementarity is self-evident. Sometimes it is necessary to write some articles about gender in the team, which can increase vitality and motivation internally and improve combat effectiveness externally.
In short, "there are no perfect individuals, only perfect teams". Only when everyone in the team thinks wholeheartedly, works wholeheartedly and gives play to everyone's advantages and specialties can the team be in an invincible position. Then again, no matter how good a person is, if there is no stage for him to play and let him play, he can only be an ordinary person. Not all gold can shine, and there are many factors that affect the luminescence of gold.
2. The charisma of leaders should be highlighted. Leadership is the core of a team, and its personality charm should have a far-reaching impact on the team. Whether the team is cohesive, whether the team is fighting, and whether the team can achieve a high degree of unity can not be solved by a leader in a few words, but what he has and can be alluded to. That thing should be a person's personality charm.
3. Strict system, strict organizational discipline If an organization does not have strict requirements and strict discipline, it will tend to be liberalized and will be fragmented. System is an indispensable requirement to regulate and discipline people's bad behavior and make people make fewer mistakes in a team. Everyone should be the executor of the system in the team and also the object of the system. As a member of the team, we should remember that "rules are for others and for ourselves".
4. Have a sense of responsibility, care about the enterprise, and integrate with the enterprise. The responsibility mentioned here is mainly manifested in two aspects: first, being responsible for yourself and others; There must be a feeling that I am for everyone; Second, as an employee, we should have the sense of ownership, courage and responsibility to share the same fate with the enterprise, and be able to share joys and sorrows with the enterprise.
5. Communication platform communication can bring understanding, and understanding can bring better cooperation. Communication is an important part of a group. If people in the group can't communicate effectively and independently, then as leaders, they should be able to create a communication platform so that everyone can "know everything and talk about everything".
6. Innovative spirit What is innovation? We can't simply refer to one aspect, but should include many aspects such as technology, management and concept. Not sticking to the rules and forging ahead is innovation. Innovation is the spiritual pillar of a team's eternal vitality and the basic consciousness of a team's progress. Innovation success is experience; Innovation failure is also experience. If we find shortcomings, we can make better progress.
7. Never forget that learning is a matter of a person's life, and it is also the premise and method for a team to have basic qualities. Hard-working people are good at hard work, while leisure people are poor. Only when everyone is making continuous efforts and progress, the team will make continuous progress, constantly improve and pursue Excellence, and there will be a more brilliant tomorrow.
As for our Xianglin project, in fact, some places have just started, and our development prospects are very broad. As a member of this project, I very much hope to see the success of our project. I believe that under the care of the company, under the leadership of the director and the efforts of every employee, this project will surely achieve brilliant results, and at the same time, if possible, explore more new knowledge and experience to lay the foundation for the future development of the company.
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